EEO-1 Disclosure | Interfaith Center on Corporate Responsibility

<div class=”col-lg-9 content-page left-side”>
<section class=”section-a-single-resolutions resolutions-info top-content”>
<div class=”resolutions-contain”>
<div class=”top-content”>
<h4>Resolution Details</h4>
</div>
<div class=”bottom-content”>
<div class=”row-info”>
<strong>Company:</strong>
<p>Insulet Corporation</p>
</div>
<div class=”row-info”>
<strong>Year:</strong>
<p>2025 </p>
</div>
<div class=”row-info”>
<strong>Issue Area:</strong>
<p>Inclusiveness </p>
</div>

<div class=”row-info”>
<strong>Focus Area:</strong>
<p>Equal Employment Opportunity (EEO), Workplace Equity </p>
</div>
<div class=”row-info”>
<strong>Status:</strong>
<p>Filed</p>
</div>

</a>
</div>
</div>
</div>
</section>

<section class=”section-b-single-resolutions content-blocks”>
<div class=”top-content editor-block”>
<div class=”content-block”>
<div class=”main-content”>
<h2>Resolution Text</h2>
<p><strong>WHEREAS: </strong>Consistent, comparable, and comprehensive disclosure of workforce demographic data enables investors to better understand and evaluate the effectiveness of a company’s efforts to access, develop, and retain talent. </p>
<p><strong>The business case for effective human capital management is clear.</strong> Research affirms that robust talent management is a competitive advantage correlated with positive financial performance.[1] Access to reliable, standardized human capital data enables shareholders to more accurately assess companies’ business models, growth strategies, and corporate culture.[2] Culture and inclusion are key components of human capital management systems, and as such, investors seek quantitative data to assess performance.</p>
<p><strong>Workforce diversity and inclusion are crucial components of effective human capital management. </strong>Diverse and inclusive workplaces encourage varied perspectives, which enable companies to better anticipate shifts in consumer preferences, reduce costly turnover, and increase productivity and morale.[3][4] Despite recent progress, women and racially and ethnically diverse employees remain significantly underrepresented in management positions at U.S. companies.[5] </p>
<p><strong>Disclosure of comprehensive workforce demographic data is becoming a standard market practice</strong>. As of 2023, 73.8% of S&P500 companies have disclosed EEO-1 reports, a notable rise from 5.4% of constituents disclosing in 2020. This disclosure trend is being carried down market-cap to a broader set of companies, as 43.6% of Russell 1000 companies disclose EEO-1 reports.[6]</p>
<p><strong>Insulet Corporation (Insulet) lags industry peers in disclosing comprehensive workforce demographic data. </strong>Peers that currently disclose EEO-1 data include DexCom, Inc.[7], Bio-Techne Corporation[8], Exact Sciences Corporation[9], and West Pharmaceuticals Services, Inc.[10]  </p>
<p><strong>Insulet’s human capital disclosure is limited. </strong>While the Company discloses workforce-level female representation, new hires by gender and race, and affinity groups, investors lack the reliable, standardized data needed to evaluate the effectiveness of its human capital practices and outcomes. Insulet already submits its workforce demographic data to the U.S. Equal Employment Opportunity Commission (EEOC). Disclosing its EEO-1 report is a cost-effective means to provide investors with comparable, credible, and decision-useful data.</p>
<p><strong>RESOLVED: </strong>Shareholders request the Board of Directors adopt a policy committing Insulet Corporation to disclose on its website its Consolidated EEO-1 Report—a breakdown of the company’s workforce by gender, race, and ethnicity. Insulet Corporation shall disclose its EEO-1 Report annually.</p>
<p class=”pf0″><strong>SUPPORTING STATEMENT: </strong>Shareholders recommend the Board and Management consider, at their discretion, supplementing the EEO-1 report disclosure with additional context through narrative or quantitative disclosures depicting human capital management practices and outcomes, such as:</p>

Promotion, retention, and turnover data, disaggregated by gender, race, and ethnicity; and
Details regarding the Company’s efforts to access, develop, and retain talent.<br> 

<p>[1] https://mybrand.schroders.com/m/63d2ad02332cbde8/original/SC_IDD_Human-Capital-Research_US.pdf </p>
<p>[2]https://drive.google.com/file/d/1JGsjol6mNiuBBVovIRn-XTzef_n6Dk9s/view </p>
<p>[3] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact </p>
<p>[4] https://www.americanprogress.org/article/time-workforce-disclosure-reset/ </p>
<p>[5] https://www.eeoc.gov/data/eeo-1-employer-information-report-statistics </p>
<p>6 https://19984548.fs1.hubspotusercontent-na1.net/hubfs/19984548/The%20State%20of%20EEO-1%20Reporting%20%7C%20DiversIQ.pdf </p>
<p>[7] https://s201.q4cdn.com/758408164/files/doc_downloads/governance_docs/2024/04/eeo1-1-pager.pdf </p>
<p>[8] https://resources.bio-techne.com/bio-techne-assets/docs/pdfs/eeo1-2023-consolidated.pdf </p>
<p>[9] https://s22.q4cdn.com/877809405/files/doc_downloads/2024/06/eeo1_fn48101_2023.pdf </p>
<p>[10] https://www.westpharma.com/-/media/WestPharma/Files/Corporate/EEO-1-Report.pdf?utm_source=google_ad&utm_medium=cpc&utm_campaign=%20Non_Brand_West_Legacy_Search_Ads&utm_content=%20Non_Brand_West_Legacy_Search_Dynamic_Ad&device=t&srsltid=AfmBOoqSJdv5NUbOl_uMTQxh9UbvL-hPr_4qfoQp8nMWy0JSTCFdf3wk</p>

</div>
</div>
</div>
<div class=”middle-content editor-block”>
<div class=”content-block”>
<div class=”main-content”>

</div>
</div>
</div>

</section>
</div>
<aside class=”col-xl-3 right-side”>
<div class=”column-contain”>

<h3>Lead Filer</h3>
<div class=”views-row”>
<div class=”views-field views-field-nothing”><span class=”field-content”> Amy Carr</span></div><div class=”views-field views-field-title views-field-field-shareholder”><span class=”field-content”>Friends Fiduciary Corporation</span></div>
</div>

</div>

</div>
</div>

</div>
</div>
</aside&gt